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...el I leader it has caused employees to feel dissatisfaction, anxiety and has produced a higher stress level in employees (Clawson, 2012).
The last step in the diagnosis of the problem is to test the organization and see how ready they are for change. This can easily be done by having them complete a simple survey by Andrea Sodano called Readiness to change Checklist (Palmer et al., 2009). This type of readiness for change is important because it provides a clear indicator of the possible outcome of the change and allows Entergy to identify key areas where further action may be needed (Palmer et al., 2009). It is important to perform this step so that you can determine whether the department is ready for change and if they are not ready, it allows management to make the necessary adjustments so that they will be ready when the implementation of the change is begun.
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